HR Generalist

DISA Global Solutions is a leading safety and compliance provider supporting more than 55,000 customers worldwide, including over 30% of the Fortune 500. With 1,600+ team members across 30+ locations, we’ve delivered innovative solutions since 1986 and process more than 20 million orders each year. As a multi-year Top Workplaces award winner, DISA offers competitive pay, robust benefits, and a collaborative, growth-focused culture. Employees enjoy ongoing training through our internal learning and development team, monthly appreciation events, and numerous opportunities for career advancement.

Position Summary:

The Generalist I, Human Resources provides day-to-day Human Resources (HR) support to assigned business teams and employee groups across a range of employee and manager needs. This role supports employee relations, performance management, HR programs, employee lifecycle activities, and recurring HR processes while partnering with HR Operations and Centers of Excellence to deliver consistent and responsive service. The HR Generalist I applies established policies, practices, and employment requirements and builds trusted relationships through reliable follow-through and consistent application of HR practices, while seeking guidance or escalating unfamiliar, sensitive, or complex matters as appropriate.

Essential Functions:

HR Partnership & Employee Support

• •Support assigned business teams and employee groups by providing responsive HR guidance across a range of employee and workplace matters.
• •Build trusted relationships with managers and employees through responsive service, effective communication, and consistent follow-through.
• •Respond to employee and manager questions regarding workplace policies, HR programs, performance expectations, and standard HR processes.
• •Interpret, and consistently apply established HR policies, processes, programs, and best practices.
• •Provide managers with practical guidance regarding employee matters, workplace expectations, and available HR resources and programs.
• •Identify the HR needs of assigned teams and recommend appropriate resources, programs, services, or solutions.
• •Recognize opportunities to expand awareness and effective use of available HR programs, tools, training, and resources.
• •Escalate sensitive, high-risk, highly complex, or unfamiliar matters to the appropriate HR Business Partner or HR Leadership, as needed.

Employee Relations & Performance Management

• •Address employee relations matters in accordance with established policies, procedures, practices, and applicable guidance.
• •Support managers in preparing coaching notes, corrective-action documents, performance improvement plans, and other performance-related documentation, ensuring consistent and compliant application of HR policies, practices, and requirements.
• •Review performance and employee relations documentation for clarity, completeness, consistency, and alignment with established practices.
• •Manage assigned employee relations and workplace investigation cases, including documentation, action items, follow-up, stakeholder coordination, and case closure.
• •Conduct appropriate follow-up with employees, managers, HR partners, and other stakeholders to support timely resolution of employee matters.
• •Identify recurring concerns, emerging patterns, policy inconsistencies, or matters requiring additional review and elevate findings to the appropriate HR Business Partner.

HR Initiatives & Cross-Functional Coordination

• •Coordinate with HR Operations and Centers of Excellence, including HR Technology, Talent Acquisition, Talent Excellence, Compensation, Benefits, and Payroll, to address employee and manager needs.
• •Support employee lifecycle activities, including onboarding, internal movement, and offboarding, in coordination with HR Operations and other stakeholders.
• •Support recurring HR-cycle activities, including performance reviews, compensation programs, employee engagement initiatives, and other annual HR programs.
• •Support organizational changes, including employee communications, reporting changes, position updates, transfers, and workforce transitions.
• •Identify opportunities to improve HR processes, practices, resources, and the employee or manager experience, and recommend enhancements as appropriate.
• •Support HR projects, programs, and initiatives as assigned.

HR Data, Reporting, & Records

• •Gather, organize, review, and interpret workforce and employee relations data to support reporting and business decisions.
• •Prepare recurring reports, case summaries, trend information, and other HR documentation.
• •Maintain accurate and confidential employee records in accordance with company requirements.
• •Perform additional duties as assigned by management.

Key Skills & Experience:

• •Bachelor’s degree in human resources, business administration, organizational leadership, or a related field required; an equivalent combination of education and relevant professional experience may be considered in lieu of a degree.
• •2+ years of human resources, employee support, HR operations, or related experience preferred.
• •Foundational knowledge of HR principles, employee relations and performance management practices, and applicable employment laws and regulations.
• •Ability to interpret, and consistently apply established policies, procedures, and guidelines, using sound judgement to recognize when matters require additional guidance or escalation.
• •Strong interpersonal and communication skills with the ability to build effective working relationships with employees, managers, and HR partners.
• •Strong organization, documentation, case-management, and follow-through skills with the ability to manage multiple priorities and meet established deadlines.
• •Ability to gather and review information, identify relevant facts or potential concerns, and communicate findings clearly.Strong attention to detail and ability to prepare clear, objective, and accurate documentation.Ability to handle confidential and sensitive information with discretion and professionalism.
• •Proficiency with Microsoft Office applications and working knowledge of HR systems and standard business applications, with the ability to accurately document, track, and maintain employee and case related information.

Training/Working Hours:

Benefits:

• •Personal and Sick Paid Time Off.
• •401k with a highly competitive match.
• •11 Paid Holidays
• •Medical/Dental and Vision.
• •Group Life Insurance, HSA/FSA
• •Employee Assistance Program
• •Educational Assistance Program

Internal Mapping:

This role aligns to the internal job profile of -- - within the -- job family

Physical Requirements:

[“Office Roles” summary for external posting: This position requires effective communication, including speaking and hearing, and the ability to perform close visual work. The role involves frequent sitting (typically up to 8 hrs. per day), occasional standing or walking, regular use of hands and fingers for handling and reaching, and occasional lifting (up to 15 lbs.). Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this role.] Ability to communicate effectively, including speaking and hearing. Ability to perform work that requires close visual attention, including viewing computer screens and written materials. Ability to sit for extended periods of time (typically up to 8 hours per day), with occasional standing or walking. Ability to use hands and fingers to operate a computer, keyboard, mouse, and other office equipment. Ability to reach with hands and arms as needed. Ability to occasionally lift or move objects weighing up to 15 lbs.

Compensation for this role is determined by factors such as skills, experience, education, training, and internal equity. Pay may also vary based on geographic location in accordance with our compensation practices.

Job Pay Range

• $57,500 - $71,000
• EEO/M/F/Ve